Promoting a Safe and Inclusive Workplace Sample Clauses

Promoting a Safe and Inclusive Workplace. The Organization will not tolerate discrimination, harassment, abuse of authority, or bullying of employees. Furthermore, the Organization absolutely prohibits retaliation against any person who, in good faith, reports a possible violation of the Organization’s Policy and Procedures Regarding Discrimination, Harassment, Retaliation and Workplace Culture or participates in an investigation into such behavior. Discrimination or harassment can range from extreme behaviors, including violence, threats, race based harassment, or physical touching, to less obvious acts like ridiculing, teasing, repeatedly bothering individuals, or offering opportunities to one individual but not another based on a protected characteristic. Examples of harassment include, but are not limited to, actions such as the use of epithets, slurs, cyberbullying or cyber harassment, negative stereotyping, microaggressions, derogatory or insensitive jokes, pranks, or comments; or threatening, intimidating or hostile acts that relate to any of the above protected categories. It also includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. Harassment may also include written or graphic materials that show hostility toward an individual or group based on protected characteristics, whether that material is sent by email; placed on walls, bulletin boards, computer screens or other devices, or placed elsewhere on the premises or circulated in the workplace. Unwelcome conduct constitutes harassment if:
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Promoting a Safe and Inclusive Workplace. The employer will continue to uphold the Policy Against Harassment, Sexual Harassment, Bullying, and Violence as referenced in Appendix A.
Promoting a Safe and Inclusive Workplace. ‌ As delineated in the LCV & LCVEF Policy and Procedures Regarding Discrimination, Harassment, Retaliation, and Workplace Culture, the Organization will not tolerate discrimination, harassment, abuse of authority, or bullying of employees. Any proposed substantive changes to the Policy & Procedures that impact any protections afforded staff regarding Discrimination, Harassment, Retaliation, and Workplace Culture in effect at the time of the ratification of this Agreement shall remain in effect unless otherwise agreed to by the Organization and the Union. Furthermore, the Organization absolutely prohibits retaliation against any person who, in good faith, reports a possible violation of the Organization’s Policy and Procedures Regarding Discrimination, Harassment, Retaliation and Workplace Culture or participates in an investigation into such behavior. Anything alleged to be harassment must be reported in accordance with procedures outlined in Policy and Procedures Regarding Discrimination, Harassment, Retaliation and Workplace Culture. Annually, the Organization will provide the Guild with a copy of the report regarding harassment that is sent to the LCV and LCVEF Boards of Directors. Any staff who are experiencing discrimination or harassment may file a report online via EthicsPoint, or whatever online reporting tool is used by the Organization, with the Human Resources Department, or with the Guild. This report may be filed by the employee with identifying information or anonymously.

Related to Promoting a Safe and Inclusive Workplace

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • SEXUAL EXPLOITATION 22.1 The Contractor shall take all appropriate measures to prevent sexual exploitation or abuse of anyone by it or by any of its employees or any other persons who may be engaged by the Contractor to perform any services under the Contract. For these purposes, sexual activity with any person less than eighteen years of age, regardless of any laws relating to consent, shall constitute the sexual exploitation and abuse of such person. In addition, the Contractor shall refrain from, and shall take all appropriate measures to prohibit its employees or other persons engaged by it from, exchanging any money, goods, services, offers of employment or other things of value, for sexual favors or activities, or from engaging in any sexual activities that are exploitive or degrading to any person. The Contractor acknowledges and agrees that the provisions hereof constitute an essential term of the Contract and that any breach of this representation and warranty shall entitle UNDP to terminate the Contract immediately upon notice to the Contractor, without any liability for termination charges or any other liability of any kind.

  • Research Use The Requester agrees that if access is approved, (1) the PI named in the DAR and (2) those named in the “Senior/Key Person Profile” section of the DAR, including the Information Technology Director and any trainee, employee, or contractor1 working on the proposed research project under the direct oversight of these individuals, shall become Approved Users of the requested dataset(s). Research use will occur solely in connection with the approved research project described in the DAR, which includes a 1-2 paragraph description of the proposed research (i.e., a Research Use Statement). Investigators interested in using Cloud Computing for data storage and analysis must request permission to use Cloud Computing in the DAR and identify the Cloud Service Provider (CSP) or providers and/or Private Cloud System (PCS) that they propose to use. They must also submit a Cloud Computing Use Statement as part of the DAR that describes the type of service and how it will be used to carry out the proposed research as described in the Research Use Statement. If the Approved Users plan to collaborate with investigators outside the Requester, the investigators at each external site must submit an independent DAR using the same project title and Research Use Statement, and if using the cloud, Cloud Computing Use Statement. New uses of these data outside those described in the DAR will require submission of a new DAR; modifications to the research project will require submission of an amendment to this application (e.g., adding or deleting Requester Collaborators from the Requester, adding datasets to an approved project). Access to the requested dataset(s) is granted for a period of one (1) year, with the option to renew access or close-out a project at the end of that year. Submitting Investigator(s), or their collaborators, who provided the data or samples used to generate controlled-access datasets subject to the NIH GDS Policy and who have Institutional Review Board (IRB) approval and who meet any other study specific terms of access, are exempt from the limitation on the scope of the research use as defined in the DAR.

  • Promotional Activities ‌ 19 At the request of North Sound BH-ASO, Provider shall display promotional materials in its 20 offices and facilities as practical, in accordance with applicable law and cooperate with and 21 participate in all reasonable marketing efforts. Provider shall not use any North Sound BH- 22 ASO name in any advertising or promotional materials without the prior written permission of 23 North Sound BH-ASO.

  • Monopolies and Exclusive Service Suppliers 1. Each Party shall ensure that any monopoly supplier of a service in its territory does not, in the supply of the monopoly service in the relevant market, act in a manner inconsistent with that Party's obligations under specific commitments in its Schedule in Annex III (Schedule of Specific Commitments on Trade in Services).

  • Safe Working Environment ACM does everything reasonably possible to provide a safe working environment for all of its stakeholders including Suppliers and its own employees and agents. ACM does not tolerate offensive, abusive, bullying, discriminatory or otherwise unlawful behaviour or any form of harassment (“Offending Behaviour”). If a Supplier engages in Offending Behaviour, ACM may suspend or terminate this Milk Supply Agreement.

  • ROAD DIMENSIONS Purchaser shall perform road work in accordance with the dimensions shown on the TYPICAL SECTION SHEET and the specifications within this road plan.

  • Dissemination of Research Findings and Acknowledgement of Controlled-Access Datasets Subject to the NIH GDS Policy It is NIH’s intent to promote the dissemination of research findings from use of controlled-access dataset(s) subject to the NIH GDS Policy as widely as possible through scientific publication or other appropriate public dissemination mechanisms. Approved Users are strongly encouraged to publish their results in peer-reviewed journals and to present research findings at scientific meetings.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • ROAD TOLERANCES Purchaser shall perform road work within the tolerances listed below. The tolerance class for each road is listed on the TYPICAL SECTION SHEET. Tolerance Class A B C Road and Subgrade Width (feet) +1.5 +1.5 +2.0 Subgrade Elevation (feet +/-) 0.5 1.0 2.0 Centerline alignment (feet lt./rt.) 1.0 1.5 3.0 1-6 ORDER OF PRECEDENCE Any conflict or inconsistency in the road plan will be resolved by giving the documents precedence in the following order:

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